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Hiring an employee can
be difficult because unless you know them personally, it would be
hard to assess if they are right for a certain task.

Some employees could
have the right attitude and burning desire for the company but lack
the expertise, while some employees might have the right skill set
but not the right attitude. To find out if an employee can be a good
fit for your company, you could conduct background checks and
interviews.

Background checks are
important because this is where you find out if a prospect had had
certain illnesses, been part of a crime, , or done well in school,
with his credit, etc., while interviewing him helps you determine a
bit of his personality and work ethics.

If you're thinking of
hiring a business writer, for example, asking him questions about
trends in the economy could show how updated he is in the field as
well as help you find out how good he is at explaining different
concepts. By listening closely, you'd also be able to determine how
good his command over the language is.

Hiring an employee is a
decision that you would have to give enough time and attention to,
and if he turns out as someone who isn't worth the spot and the pay,
then you could end up with a lot of wasted time. Just remember not to
be entrapped by how much you like a candidate.

When
you apply for a job, an employer can decide to do
a background check on you before hiring you. One of the types of
information that they'll be most interested in will be your credit
report. With this document, they will know where you live, how well
you pay your bills, and whether or not you've filed for bankruptcy.

Prior
to applying for a job, it's a good idea to have a copy of your own
credit report. Know that each of the three biggest credit reporting
companies—Equifax, Experian, and TransUnion—is required to
furnish you with a free copy of your credit report once a year, so
long as you ask for it. Other files that an employer might be
interested in include your employment history, driving record, and
criminal record.

Before
they can obtain any of these data, however, the employer must first
ask for your permission. You may refuse to give your approval, but
the downside to that would be that your application might not get a
second look. The decision is entirely up to you.

Aside
from that, the employer must also inform you that information
obtained will be used to make a decision on whether or not to hire
you. This is usually done in writing. Again, you should know as a
consequence of not giving your approval, you might not land the job,
so weigh your options carefully.

A
report by the Society for Human Resource Management states that more
than 96 percent of American employers perform background checks to
screen applicants prior to employing them. Some people might feel
wary about being watched and recorded about, but background checks
aren't invasions of privacy. Instead, they involve checking the
public records of individuals, particularly work and criminal history
records.

Employers
can't just keep hiring every person they see; they need to make sure
that an applicant not only has what it takes, but abides by the rules
and isn't known for anything reprehensible. This isn't just about
preserving work and social ethics in the workplace; it's also for the
sake of the customers as well. Customers feel a lot safer when
they're dealing with an employee who's devoid of any wrongdoing.

Companies
intending to perform background checks on their applicants must know
that there's a procedure to be followed. First, the applicant should
sign a disclosure form that permits the company to perform the
background check. Additionally, state laws can restrict how companies
can use such information, as well as how businesses should respect
the privacy of their applicants. Folks should rest easy knowing that
their sensitive personal information is only being used for hiring
purposes.

Hiring
an employee is no simple feat; businesses want to be completely sure
that the guy they're getting is the perfect fit for the job.
Employers, therefore, conduct interviews, aptitude tests, and other
screening methods to determine the potential worth of an applicant.
One of the most important of these screening procedures is the
so-called background
check.

No
company ever wants to end up with an employee with a bad history or,
heaven forbid, a criminal record. After all, it can be quite
unsettling for customers to learn that a business has a crook under
its employ. Whether the newly hired person is wanted for several
charges or has been blacklisted by his previous employer, such
details can spell trouble for any business. As such, companies have
to carry out detailed background checks and thereby ascertain the
track record of a particular applicant before hiring him.

While
a company’s human resources department typically takes care of all
employee background checks, smaller businesses may not have that kind
of capability. To that end, they can hire another company that
specializes in fact checking and records retrieval. This not only
spares businesses from the effort of having to go through the records
of a particular individual, but also saves them a lot of money since
they don't have to hire additional HR staff for such a task.